Across the state of California, a long-awaited pay increase for incarcerated workers took effect April 16. Although first seen as a step in the right direction, for 25% of San Quentin’s workers the pay increase ultimately amounted to an overall pay decrease, or release from their job assignment.
“I can barely buy a case of soups. It is cosmetics and hygiene or feed myself,” resident porter Mike Barker said.
At San Quentin, around 80 residents received an hourly wage reduction due to errors previously implemented to their pay scales, according to San Quentin’s assignments office. The change eliminated about 100 jobs of the prison’s workforce of over 800. It also eliminated all unpaid job assignments, which according to SQ Assignments Lieutenant D. Schlosser, had affected less than 1% of workers in San Quentin.
Some incarcerated workers did see a wage increase of up to 50%, but many residents reported disappointment over a 20% reduction in their hourly wages.
Dismay over the issue echoed at other facilities. Avenal resident and porter Mark Tolson wrote to express his concern that increases in pay for some would draw on the state’s minimal resources, which might lead to a pay decrease for others.
“Not only did we receive a pay cut and reduced hours, but because of job cuts, the remaining porters have to work harder,” Tolson said.
According to the CDCR, the changes to the pay rates of incarcerated individuals resulted from an amendment to Section 3041.2—a section of Title 15, the set of regulations and policies that govern California prisons. The October 2023 statement said that the pay increase would apply across all levels of inmate jobs statewide.
The CDCR’s initial statement of reasons for the change indicated the raised pay would increase restitution payments for victims of crime and allow incarcerated workers to save more.
“I am recognized as a professional. I have worked hard to establish trust with my supervisors,” resident Ronnie Mendez said. “I value good work ethics and I take pride in my performance.”
Mendez has worked at San Quentin Plant Operations since 2006 and has earned a $1/hour hourly wage since 2018. He said his previous work experience provided him with engineering and fabricating skills transferable to his current position. The changes to theCDCR’s wage structure have cut his pay to $0.80/hour.
His previous wage afforded him the opportunity to pay his restitution without any outside support.
“It is disheartening that someone who does not know what experience and quality of work I offer is determining how much I earn,” Mendez said.
Resident Michael Woods said he was told he was getting an increase in pay and then was terminated. “I felt betrayed. I go to parole board in July and I did not receive a chrono stating why I was cut lose.”
Lt. Schlosser said a memorandum provided the week of the implemented change served as justification for the loss of pay, per CDCR Title 15.
Woods has been incarcerated over 40 years and said the job kept him occupied. He said he worked as hard as he could and never had a problem with the free or correctional staff. “I have to go outside three or four times a day to keep my mind positive. It is not good being cooped up in the cell,” Woods said.
“Pay increases shall not be automatic or based on the inmate’s longevity in an assignment. Increases or reductions in pay rate shall be based on available funding, the work/training supervisor’s recommendation, and the inmate’s work/training performance reports, subject to review and approval of the inmate assignment authority,” according to the amended section. [Eds. note: above italics indicate amended changes in the language.]
While wages for some incarcerated workers rose, the state’s budget for its incarcerated workforce did not. The amended section added that pay increases are based on available funding. This requirement would ensure that work assignments would not be established or pay would not increase above the available funding and to avoid a deficit in the state budget.
“We [the assignment office] were fortunate we had a year to plan to apply changes and to gather input from area supervisors’, which resulted in a smooth roll-out,” Lt. Schlosser said.
Lt. Schlosser acknowledged that these changes adversely impacted some individuals due to previous errors to pay scale implementation. He said the workforce did require reduction, which eliminated more than 100 positions. Lt. Schlosser said he based eliminations on department supervisors’ recommendations.
Since implementing these changes, Lt. Schlosser said new positions within San Quentin have been created and filled including the addition of positions in East Block and Carson.
Some residents said they appreciated having a job regardless of pay because it gave them purpose and boosted their morale. Many said they saw work as a step toward earning a paid position in future.
Resident porter Jim Mattos said he enjoys making the housing unit a better place to live. “Being and feeling useful is great. I feel respected and valued.” He said when he heard of the pay increase he was looking forward to paying down his restitution faster.
In response to residents concerns Lt. Schlosser and the assignment office met with residents individually on the Lower Yard for more than five hours to inform and answer questions.
“Mrs. Latrell was receptive to my situation and she took the time to listen to my concern,” resident Gordon Nelson said of the assignment office technician.
Resident Ronald Holt, a maintenance mechanic for H-Unit, said San Quentin Plant Operations workers deserved every penny of that dollar they had previously earned.
Holt said he is certified through California’s Department of Industrial Relations, which he said required over 4,000 hours of training that included two years of hands-on instruction.
“Our expertise and work go beyond journeymen,” Holt said. He asked, “By cutting our pay, who is then determining our skill level and value of work performance?”
Many residents expressed concern that the reduced hours did not increase the flexibility to attend self-help programs.
“Contrary to popular belief more hours to get programming is not necessary,” resident Trevor Lawson said. “I think it is some what of a cop-out to say the problem is time management to positive program.”
Lawson said having a full-time position in prison will prepare incarcerated individuals for successful work outside prison. “It is on the incarcerated individual to take an active role in maintaining work-life balance,” Lawson said.
Some residents worried that these changes would only increase the already long wait time to enroll in many of San Quentin’s rehabilitative programs. Some speculated that the change would present even greater challenges for residents of other facilities, where there are fewer programs.
Avenal resident Mark Tolson said that while the pay increases seemed unfair, he is thankful to have a job.
“I take a lot of pride in my work and would do it regardless of pay, or lack of, simply because it needs to be done,” Tolson said.
